What’s Your Teaching Jobs Resignation Deadline?
A Role-by-Role Guide for Education Professionals
If you work in education and you’re thinking about leaving your role, your first question shouldn’t be “Where am I going next?”
It should be: “What is my resignation deadline?”
In schools, colleges, and academies, resignation deadlines aren’t one-size-fits-all. They vary depending on your job role, contract type, and the setting you work in. Because education operates around fixed term dates rather than rolling monthly notice periods, missing a resignation deadline can delay your plans by an entire term.
In this blog, we break it down clearly, role by role, so you know exactly where you stand.
Classroom Teachers
If you’re a classroom teacher in a UK state-funded school in England or Wales, your resignation deadline is typically set out in the nationally agreed Burgundy Book conditions of service.
In most cases:
- Resign by 31 October a Leave on 31 December
- Resign by 28/29 February a Leave on 30 April
- Resign by 31 May a Leave on 31 August
Notice requirements typically are:
- Two months’ notice (autumn and spring)
- Three months’ notice (summer)
This structure exists because schools recruit around term cycles. Governors and senior leaders need time to advertise, shortlist, and appoint. The 31 May resignation deadline is the busiest. Schools expect movement ahead of September. Mid-year resignations are possible, but they attract more scrutiny.
Academy School Teachers
Academies operate outside local authority control, which means they can set their own contracts.
Many academies mirror Burgundy Book resignation deadlines. However, some:
- Extend notice periods
- Include bespoke clauses
- Change resignation cut-off dates
That’s why your contract of employment is always the final authority. If you’re unsure, don’t rely on what colleagues say, check your paperwork.
Senior Leadership Team (SLT)
If your role is Assistant Head, Deputy Head, or Headteacher, you’re part of the Senior Leadership Team (SLT), and your resignation deadline is often longer than that of classroom teachers.
Leadership contracts frequently require:
- Three months’ notice minimum
- Sometimes four to six months
Why? This is because replacing leadership roles takes time. Governors must be involved, recruitment campaigns run longer, and handovers are more complex. The more senior your role, the earlier you should review your resignation deadline. Leadership moves require planning, not last-minute decisions.
Teaching Assistants & Support Staff
Support staff (including teaching assistants, learning support assistants, pastoral staff, and admin teams) usually follow:
- Contractual notice periods
- Or statutory minimum notice
Unlike teachers, support staff resignation deadlines are not always tied to term dates.
Common notice periods include:
- 1 month
- Sometimes shorter for part-time or probation roles
Because contracts vary widely across schools and trusts, always check your individual agreement.
Fixed-Term Contracts
Now let’s talk about fixed-term roles, this is where confusion often happens.
If you’re on a fixed-term contract, it may:
- End automatically on a set date (e.g. 31 August)
- Require notice if you leave early
- Include a specific resignation deadline clause
If your contract ends naturally, you may need to formally resign. However, if you want to leave before the end date, you must follow the notice period stated. Many teachers assume fixed-term means “no notice required.” That’s not always true. Early termination usually requires formal notice.
Temporary Roles
Temporary contracts (for example, maternity cover or long-supply) often include clear end dates. However:
- If you want to leave before the agreed end, notice applies
- If the placement simply finished, no resignation deadline may be required
Always check whether your contract states:
- “Fixed term ending on…”
- Or “Subject to notice…”
Agency Teachers & Supply Staff
If you work through a teaching agency, your contract is usually with the agency, not the school. This ultimately means your resignation deadline depends on your agency agreement.
Many agencies require:
- Around one week’s written notice
- Completion of confirmed bookings where possible
If you’re on a long-term supply placement, notice terms may be slightly longer. Even if an assignment ends naturally, formally informing the agency protects your relationship and future opportunities.
Independent Schools
Independent schools are not bound by the Burgundy Book conditions. Instead, resignation deadlines are determined entirely by your individual contract.
As a result, notice requirements can vary significantly and may include:
- Longer notice periods
- Different term cut-off dates
- Extended contractual clauses
What Happens If You Miss Your Resignation Deadline?
In most classroom roles, missing your resignation deadline won’t lead to court action. However, it can result in:
- Delayed start dates
- Having to stay another term
- Damaged professional relationships
- Complications with references
For leadership roles, enforcement risk increases slightly because contracts are tighter and recruitment is harder. In short, missing a resignation deadline can disrupt your career timeline.
How to Stay in Control of Your Resignation Deadline
If you’re even considering a move this academic year:
- Check your contract today
- Identify your notice period
- Confirm your school type
- Seek HR or union advice if unclear
- Align your job search with resignation deadlines
At Prospero Teaching, we always advise candidates to start conversations early. Schools often recruit well before official resignation deadlines, especially for September roles.
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